Candidates describe Morgan Stanley Business Analyst interviews as resume-driven, with recruiter screens, HireVue or online interviews, and manager conversations. A few add test-case, estimation, or capital-markets cases.
$99K
Avg. Base Comp
$109K
Avg. Total Comp
2-6 rounds
Typical Rounds
Not reported
Process Length
Business Analyst interviews at Morgan Stanley, as candidates describe them, lean on your resume and your reasons for wanting the role more than on technical drills. Reports typically start with a recruiter or HR call, then a HireVue or other online interview, then conversations with a hiring manager or teammates over video.
Across those reports, the same prompts keep coming up: introduce yourself, why Morgan Stanley, why this department or product area, and what your day-to-day would look like. Hiring-manager and team rounds get more specific. One candidate was asked about gap analysis and working with developers. Another was asked about a process they improved and the risk analysis behind it, plus how they handle tight deadlines.
A few reports add structured problems. One candidate had to build test cases and user stories for a complicated client-onboarding scenario. Another sat a HireVue with estimation questions, including annual hand sanitizer consumption in Brazil. A third, at an assessment center, presented an ECM and DCM case and answered what they would change if they ran the firm for a month. Each came up once, so treat them as possibilities rather than a fixed round.
Results were mixed. Three candidates reported offers, including one after two Zoom rounds and another after a single short conversation. Several others heard nothing after their interviews. Go in with short, concrete stories and clear reasons for the team you are targeting, and keep other applications moving while you wait.
Synthesized from 21 candidate reports by our editorial team.
Had an interview recently?
Share your experience. Unlock the full guide.
Real interview reports from people who went through the Morgan Stanley process.
I applied to Morgan Stanley for a Business Analyst role and started with a CV and cover letter submission, followed by an online assessment. After that came a telephone screening focused on motivation and commercial awareness—fairly standard stuff to gauge my interest in the firm and the financial sector.
The assessment center itself had three rounds. Two were behavioral and fit-focused interviews conducted over Zoom, one with an analyst and one with an associate from the respective department. The questions weren't particularly difficult; they were straightforward fit questions like what I thought the role entailed and how I saw myself contributing. I found the interviewers approachable, though I got the sense they were running through a high volume of candidates that day. The third round was a case study presentation where I had to work through a scenario—mine was ECM and DCM related, which required me to think through capital markets mechanics on the fly. It was less about getting a perfect answer and more about demonstrating structured thinking and commercial reasoning. That CEO question also came up at some point: if you were running Morgan Stanley for a month, what would you change? It pushed me to think about the business critically rather than just reciting what I'd read about the firm.
Prep tip from this candidate
Focus on commercial awareness and understanding ECM/DCM fundamentals if interviewing for this role—the case study scenarios are specific to capital markets, not generic business problems. Also prepare thoughtful critiques of the firm and industry trends, as the CEO question and scenario-based prompts test whether you actually understand how Morgan Stanley operates.
Share your own interview experience to unlock all reports, or subscribe for full access.
Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Morgan Stanley
Find the missing integer from a array of consequtive integers
| Question | |
|---|---|
| Size of Joins | |
| Get Top N Frequent Words | |
| Cyclic Detection | |
| Sort Strings | |
| Hurdles In Data Projects | |
| Success Measurement | |
| Assumptions of Linear Regression | |
| Implementing the Fibonacci Sequence in Three Different Methods | |
| Ranking Metrics | |
| Why Do You Want to Work With Us | |
| Justify a Neural Network | |
| Your Strengths and Weaknesses | |
| Parking Application System Design | |
| 2nd Highest Salary | |
| Empty Neighborhoods | |
| Cumulative Distribution | |
| Rolling Bank Transactions | |
| 500 Cards | |
| Bagging vs Boosting | |
| Employee Salaries | |
| Subscription Overlap | |
| Button AB Test | |
| Prime to N | |
| Comments Histogram | |
| Closest SAT Scores | |
| Google Maps Improvement | |
| P-value to a Layman | |
| Total Spent on Products | |
| Top Three Salaries |
Synthesized from candidate reports. Individual experiences may vary.
Several candidates began with a short phone call from a recruiter or HR. Reports describe it as basic: tell me about yourself, walk through your work experience, and confirm general fit. One candidate said the call focused on current responsibilities rather than technical questions, so have a tight summary ready.
Some candidates describe a HireVue before speaking with anyone live. One reported seven questions, each with two minutes to prepare and two to answer, mostly behavioral and drawn from the resume, plus a few estimation problems. Another had an online interview after document screening that mixed personality questions with questions on experience and the relevant products.
Reports describe video conversations with a hiring manager or team members. Topics include a walkthrough of your background, why you applied, daily responsibilities, gap analysis, working with developers, teamwork, and process improvement with risk assessment. One candidate had an hour-long first meeting and a roughly 20-minute team-fit conversation; another met a senior business analyst and an executive director in one short interview.
A few candidates faced structured problems. One was asked to create test cases and user stories for a complicated client-onboarding scenario. Another presented an ECM and DCM case study at an assessment center and was asked what they would change if they ran the firm for a month. Because each appeared once, ask your recruiter what the format is for your team.
Three candidates reported offers, and one declined after a drawn-out compensation negotiation following a six-round process for a Mumbai team. Others said they heard nothing after their interviews or after a recruiter screen. If a promised update does not arrive, follow up with your recruiter and keep other applications going.
